A Growing Trend: Working Beyond 65 is on the Rise

If the idea of retirement at 65 with beaches, golf courses and playing with grandkids seems like it’s fading fast, it is. Our workforce is getting older, and staying that way. In 2024, ~19.5% almost 1 in 4 men and 1 in 5 women (adults over 65) were still working. That equals more than 11 million people above the traditional retirement age with jobs. It’s a very noticeable increase from the 9.1 million adults over 65 still working in 2018. And, in mid-2025… That trend hasn’t slowed down at all.

Some older adults do work just because they want to. But on the other hand, unfortunately, a lot of them are still working because they have to. With rising costs of living, gaps in retirement savings, and growing health care bills it’s meaning working past 65 is becoming the norm, not an exception.

Why People Are Staying Longer

Financial needs are obviously top of the list. Traditional pensions were once the backbone of retirement security, but have mostly been replaced by 401(k)s and IRAs. This has shifted the burden of retirement funds from employers to individuals. Too many people simply haven’t saved enough. Surveys by PEW and AARP say that nearly half of Americans over 55 have no retirement savings at all, and those who do might have seriously underestimated how far it needs to stretch. Rising costs only make this problem worse, and healthcare costs are especially problematic since Medicare doesn’t cover everything needed and prices keep skyrocketing.

However, money isn’t the only factor. Many older adults are staying in the workforce for a sense of purpose or just to have some social connections. Work can give a feeling of structure, identity, and community, traditional retirement can feel isolating for some people. For other adults over 65, they could just need a passion projects or to get the chance to finally try out a job they always wanted to do, but couldn’t earlier in life.

The Challenges Older Workers Face

Older workers have decades of experience and know-how, but most companies hiring procedures generally are not designed with older workers in mind.

Age Discrimination: Job ads that still ask birthdate or hint at “digital natives” or “recent graduates” push out older “seasoned” applicants. Subtler bias, like assuming someone over 60 can’t keep up with new tech, still influences hiring managers, even with the protections under the Age Discrimination in Employment Act.
Physical Demands: They can become harder to manage. Most people can stay at a desk job into their 70s or 80s, working far beyond 65. Yet the same doesn’t go for older workers in physically demanding fields like construction, manufacturing, or warehousing, because after years of heavy lifting, physical labor and long or overnight shifts makes even keeping up with them much harder to manage with age. The demand can make working over 65 difficult unless employers adapt their tasks, retrain, or transition older employees into lighter-duty roles.
Healthcare Needs: Can add more complexity. Chronic conditions, like diabetes or arthritis, become more common with age and they call for additional support… Like flexible scheduling, telehealth benefits, and wellness programs. Employers who adjust their accessibility here will be poised to keep their skilled talent for years longer.

And the flip side, older workers are usually the most reliable people in the building. Employees aged 55-64 average almost a decade (9.6 years) with the same employer. That’s triple the tenure of workers in their 20s. Stability like that saves companies money on turnover costs and institutional memory.

Notable Jobs for Older Workers

Not all work fits well beyond 65. Physical strain, scheduling, or even just workplace culture can really be the difference between staying in a job for the long run or feeling like they’re being forced out early. Good News: There are fields where experience is valued most, flexibility is built-in, and the work can actually be rewarding, and practical.

Education & Tutoring

Teaching doesn’t have to mean running a classroom full-time. Many older adults step in as substitute teachers, aides, or private tutors. Jobs that use their knowledge without the grind of a full semester. Some focus on academic subjects, while others tutor in life skills, trades, or even music.

Why it works: Years of work and life experience become a built-in credential. Students often connect with mentors who’ve been there rather than just studied it. Plus, substitute and tutoring roles usually come with flexible scheduling, making it possible to keep working without giving up too much of your time.
Trend to note: Nationwide teacher shortages mean demand is climbing, especially in STEM and special education. According to the National Center for Education Statistics, more than 45% of schools reported difficulty filling positions in 2024.

Health Care Support Roles

You don’t need to be a nurse or doctor to make a difference in health care. Many older adults find a fulfilling second career as patient advocates, medical office assistants, or light-duty home health aides. These jobs lean more on people skills and reliability than heavy physical work, and they put you right where you’re needed most, supporting patients and their families.

Why it works: With age comes perspective. Older workers bring the kind of patience, listening skills, and empathy that make patients feel truly cared for. And as demand for health care rises with an aging population, these roles for sure aren’t going anywhere soon.
Trend to note: The Bureau of Labor Statistics projects 1.8 million new health care jobs will open by 2032, many of which are those support roles that don’t require lifting patients.

Consulting & Freelance Work

After decades in the workforce, many older professionals have a bunch of knowledge that companies still need. Consulting or freelancing turns that experience into income without the daily grind of a full-time job. Whether it’s advising on business strategy, offering legal insights, or helping organizations with IT transitions, older workers can step in for projects where their expertise really shines.

Why it works: These jobs are flexible, project-based, and often higher-paying than traditional jobs. Employers value the perspective and problem-solving skills that only come from years in the field, while workers get control over their schedules and workload.
Trend to note: Remote platforms have made consulting more accessible than ever. According to Statista, 36% of consultants over 55 now do at least part of their work virtually.

Customer Service (Remote)

Customer service isn’t just call centers anymore. Most of it has moved online or into flexible, remote setups. From answering phones to handling live chats, these jobs rely more on clear communication and patience than speed. Many companies also like hiring older workers here, because life experience often translates into calmer problem-solving when customers are frustrated.

Why it works: Remote roles cut out commuting stress, and many offer part-time shifts that fit around health needs, caregiving, or semi-retirement schedules. For someone who wants steady work that can be done from home, this is one of the most accessible options.
Trend to note: As more companies bring customer service in-house to improve quality, demand is rising. Indeed data shows a 12% increase in postings for remote customer support roles from 2023 to 2025. However, even small companies could soon see a shift to AI for customer service, so keep that in mind.

Bookkeeping & Administrative Support

Behind every business is someone keeping the books balanced and the schedules organized. Bookkeeping, payroll support, or virtual assistant work reward people who are steady, detail-oriented, and dependable. For older workers, these jobs offer a chance to lean on the skills they’ve built over decades without a constant rush of physically demanding work.

Why it works: These positions usually allow remote or hybrid setups, focus more on consistency than speed, and come with predictable hours. That combination makes them an excellent fit for older adults who value stability and routine.
Trend to note: According to the BLS, bookkeeping is projected to decline overall, but demand for part-time and contract bookkeeping remains strong, especially among small businesses.

Nonprofit & Mission-Driven Roles

For many, later careers aren’t about climbing corporate ladders they’re more about giving back. Nonprofits often need help in areas like program support, fundraising, advocacy, and volunteer coordination. Jobs where, again, life experience, empathy, and people skills go a long way. (There’s a trend here.) Older workers often find these jobs deeply fulfilling because the focus shifts from profit to purpose.

Why it works: Mission-driven work that aligns with personal values, often comes with flexible or part-time schedules, and offers a sense of connection to the community. It’s a chance to turn years of experience into an impact that matters beyond the paycheck.
Trend to note: Volunteer-to-hire pipelines are increasingly common, nonprofits often hire dedicated volunteers into paid staff roles.

Skilled Trades & “Encore” Careers

Retirement doesn’t always mean slowing down. It’s a chance to pivot. Older adults with technical skills or lifelong hobbies often turn to trades like carpentry, locksmithing, or landscaping. Some pick up new certifications, while others finally monetize passions they’ve practiced for years. These “encore careers” let workers stay active, keep learning, and even build a small business on their own terms.

Why it works: Trades and crafts offer autonomy, hands-on satisfaction, and flexible hours. It can also be an opportunity to step into entrepreneurship without the pressure of a traditional 9-to-5. Plus, for more reach some older adults are even turning to making TikTok videos to promote their hobby or new business.
Trend to note: The National Association of Home Builders reports that nearly 25% of U.S. trade workers are over 55, meaning experience is already the backbone of this sector.

Gig & Seasonal Jobs

Sometimes, working is just about staying active, social, and supplementing income without a huge commitment. Gig work like delivery driving, rideshare, or short-term contracts lets people choose when and how much to work. Seasonal jobs, retail during the holidays, tax prep in spring, or hospitality in peak travel months, provide bursts of income that don’t lock anyone into a year-round schedule.

Why it works: The flexibility is unmatched. Hours can scale up or down with health, lifestyle, or finances, making it a practical option for anyone who wants control over their time while keeping money flowing in.
Trend to note: According to Gallup, gig work participation among adults 55+ rose 8% between 2020 and 2024, with most citing supplemental income as their reason.

Why These Jobs Stand Out

What ties all these roles together is that they respect both experience and flexibility. They give older workers the chance to keep contributing, but on terms that don’t sacrifice health or personal freedom. These jobs scale with energy levels, financial needs, and lifestyle choices… whether that’s full-time, part-time, or just a season at a time. And they reflect a bigger cultural shift: retirement isn’t a working hard stop at 65 anymore. Careers are being stretched, bending, and they’re reshaping to fit new stages of life.

How to Win in Later Careers

Some workplaces are realizing the benefits of multigenerational workforces. Here’s some of the best ways to encourage it:

Flexible Schedules and Phased Retirement: Switching to a part-time position, working on seasonal contracts, or taking gradual step-downs lets older employees reduce their hours without leaving all together. It helps companies by keeping valuable experience on staff instead of losing it all at once when someone retires.
Remote and Hybrid Work: Cutting down commutes reduces stress and makes it easier for older workers managing health issues or with caregiving responsibilities to stay productive. A two-day remote schedule, for example, can extend careers by years for employees who might otherwise burn out.
Upskilling and Tech Training: Digital skills evolve quickly, and investing in ongoing training erases stereotypes that older workers “can’t adapt.” Employers who fund these programs more often than not find that older employees don’t only keep pace they also become some of the strongest peer-trainers.
Wellness and Ergonomics: Small changes like ergonomic chairs, adaptive equipment, or workload adjustments can make physically demanding jobs safer for older staff. Preventing injuries or chronic pain equals less absences and longer, healthier careers.
Mentorship Opportunities: Older employees hold decades of institutional memory. Formal mentorship programs turn that into a skill and asset, it creates cross-generational knowledge sharing that will strengthen any culture, boost retention, and support younger workers.

Some companies are even offering “micro-retirements,” which are short sabbaticals before 65, or work breaks throughout a career instead of one permanent exit.

The Workforce Ripple Effects

An aging workforce doesn’t just affect retirement patterns… It can literally reshape how every generation works. Younger employees have to worry about “gray ceilings” or delayed promotions, but research shows they really win by gaining mentorship and stability from older colleagues. Companies with cross-generational teams simply work better, and stay longer.

Why It Matters for Employers

The advantages are obvious. Workers over 55 have the lowest turnover of any age group, averaging almost a decade (9.6 years) with the same employer, that’s triple that of workers in their 20s. According to SHRM, replacing just one employee costs roughly 33% of their annual salary. That means retaining older staff is a bottom-line savings strategy worth millions for mid-sized and large organizations.

Proof in action: BMW redesigned some of its assembly lines to better support older workers: adjusting lighting, adding ergonomic chairs, and rotating tasks to reduce repetitive strain. The result? Productivity on those lines rose 7%… In the first year! They were matching or beating the younger teams. Similarly, Home Depot has leaned into hiring retirees for customer service and mentoring jobs, tapping into decades of know-how while improving retention in a high-turnover industry.

CVS Health launched its “Talent Is Ageless” initiative to recruit and retain workers over 50, particularly in pharmacy support and customer service. By offering flexible schedules, part-time roles, and training refreshers, CVS created a pipeline of experienced employees who strengthen customer trust and reduce turnover costs.

Together, these examples show that adapting for older workers isn’t some kind of charity, it’s business strategy. The companies that get ahead of the demographic curve are already proving that inclusion pays off in performance, loyalty, and reputation.

The Cultural Reset at Midlife

But embracing this shift requires a cultural reset. If careers now stretch into the 70s, then midlife can’t be treated as a career plateau. Reskilling at 50 or 60 can’t be “too late” — it’s essential for keeping pace with automation, AI, and industry changes. Benefits must evolve too: flexible schedules, expanded healthcare, and ergonomic adjustments often make the difference between retaining older employees or unintentionally pushing them out.

The Bigger Picture

The effects ripple beyond individual companies. Keeping older adults employed reduces pressure on Social Security and Medicare while boosting consumer spending — older workers with paychecks continue fueling local economies. Employers who embrace this demographic reality gain more than a resilient workforce; they earn a reputational edge as inclusive, future-ready organizations that values diversity and inclusion jobs across every stage of life.

Keep on, Keeping On

The traditional retirement from work at 65 no longer matches reality. Millions of Americans are staying in the workforce well beyond that age… Some because they love what they do, but many because they just can’t afford to step away. That makes strategies for an aging workforce less of a “nice-to-have” thing and more of a business-policy-necessity.

Employers that figure this out, sooner than later, using flexibility, inclusivity, and benefits that truly matter to employees will gain a solid competitive edge. If employers want their employee’s careers to span 30, 40, 50, even 60 years need to rethinking everything from training and healthcare, to culture and benefits. Because now, if a career lasts a lifetime, workplaces need to be designed to support every and all stages of it.